Last week I was in Las Vegas, attending the 18th Annual HR Technology Conference. From the expo hall to the general and concurrent sessions, this conference is all about how HR practitioners can use technology to improve the employee experience. The presenters and solution providers provide insight and tools that support the entire employee life cycle, including ways to engage today’s workforce through innovative training delivery.
When I began my career in training and development, we were using self-paced paper modules and in-person workshops to deliver training. (No dinosaur jokes, please.) And then things really got innovative when we started delivering eLearning via CDs we mailed via the postal service to learners!
Obviously those days are (thankfully) long gone. As was clear during the HR Technology Conference, the future of training – and of eLearning – is all about maximizing the opportunities technology provides. In order to leverage the power of HR technology, eLearning designers should consider three things in their design:
Today’s learning management systems (LMS) are sophisticated. Not only do they provide a means for employees to receive training, today’s LMSes are incorporating tools that enable learners to like, share, and even contribute training content. Innovative HR tech solutions are applying the success of Facebook, Twitter and Wikipedia in the realm of adult learning. In this environment, if an eLearning designer wants his or her content to “go viral” they need to create eLearning that engages and inspires learners to like, share, or take “social” action about the content.
HR practitioners know that most of their employees are attached to a mobile phone. As a result, current and future HR technology must support delivery via mobile devices. If your eLearning content doesn’t meet this requirement, it’s not going to last very long. Thankfully the folks at eLearning Brothers are supporting eLearning designers with templates and tools for mobile delivery.
Data, data, data
Data and analytics are at the core of any discussion about HR technology – what data are we capturing? What does the data tell us? How can we act upon what we’ve learned? The content eLearning designers deliver is one of the tools organizations use to understand trends related to hiring, onboarding, performance gaps, engagement, tenure, etc.
For example, if an employee completes new hire training in the first week, are they more likely to stay with the organization than if they complete it 30 days after hire? Do engagement scores increase if a manager completes communication training?
What does this focus on data mean for eLearning designers? You need to use dynamic user data within your course design. While user data isn’t a designer’s only focus when creating eLearning, it’s important to be aware that your content will be part of the analysis of what does – and doesn’t – contribute to an organization’s success when it comes to engaging talent.
I may be a little (okay, a lot) biased, but I believe one of the most exciting areas for HR technology is in the area of training and development. As I witnessed at the HR Technology Conference, the opportunities are endless. I can’t wait to see how the future of eLearning leverages technology and innovative design to expand the employee experience.
Did you attend the HR Technology Conference? Let us know what you learned in the comments below!
Liz Sheffield is a freelance writer with a background in training and development. She specializes in writing about everything related to the human side of business. You can contact her via LinkedIn or Twitter.